As an employer, it's crucial that you handle resignation efficiently. Failure to do this could affect productivity in your workplace.
To avoid this, take these factors into account when your employee decides to move on.
Seven items you must check when your employee resigns
#1: Ask your employee to confirm his resignation in writing, if he hasn't already. It's crucial that you always ask your employees to confirm their resignation and the date they plan to stop work in writing. This'll be confirmation that the employee's resigned and will assist you later if the employee claims she was dismissed and didn't resign. It's good human resources management.
#2: Make your employee's resignation is clear, unconditional and unambiguous. Your employee must show a clear-cut intention not to carry on with his employment contract, says the Labour Law for Managers Loose Leaf Service.
#3: Clarify any issues relating to your employee's notice period. When your employee resigns he must work out his notice period as stated in his employment contract or what's specified by law. This is because the notice period allows you to find a replacement and ensure there's a smooth hand-over. This also ensures business continues without interruption, despite your employee leaving.
#4: If you don't want to pay your employee notice pay in lieu of him working his notice period, make sure you agree to this.
#5: Calculate termination pay. This is the payment legally due to your employee when he leaves your company. Remember to use his remuneration and not his basic salary.
#6: Check on restraints and confidentiality undertakings. Directors, senior employees, managers and employees who have access to sensitive business information, such as client contacts, may be subject to restraint of trade agreements which need to be considered when they resign.
#7: Make sure all your company property's returned. When your employee resigns, you must make sure he returns all company property in his possession. This could include: